Staffing and recruitment agencies run two marketing engines at once: winning employer clients and attracting candidates. “Employment agency” draws about 8,100 searches a month in Canada, “staffing agency” about 4,400 and “recruitment agency” about 2,900. Agencies that grow specialize, show they are licensed and trustworthy, and build talent pools before clients need them. This guide covers both sides, with Ontario’s licensing rules.
Licensing in Ontario
Since July 1, 2024, temporary help agencies and recruiters operating in Ontario must hold a licence from the Ministry of Labour, Immigration, Training and Skills Development, and clients that knowingly use unlicensed agencies can face consequences. Show your licence on your website and in proposals. Ontario also prohibits charging fees to workers for finding them jobs, and federal and provincial rules restrict charging fees to foreign workers.
Specialize to win
| Specialization | Why it helps |
|---|---|
| Industry: healthcare, construction, logistics, tech, finance | Clients trust agencies that know their roles |
| Role level: executive, professional, light industrial | Different buyers, channels and fees |
| Engagement: temporary, contract, permanent, payroll services | Clear offers for each need |
| Region | Local candidate pools and client relationships |
We plan and run B2B marketing across search, ads, content and email for Canadian companies.
Marketing to employer clients
- Industry pages showing roles you fill, process and response times.
- Salary and hiring market updates for your sectors, using real, cited sources.
- LinkedIn outreach and ads to HR leaders and hiring managers. See LinkedIn Ads for B2B.
- Case stories with client permission, without disclosing candidate information.
Marketing to candidates
- Job pages with structured data so roles appear in Google’s job experiences.
- Simple mobile applications without forced account creation.
- Pay ranges where available; Ontario requires pay ranges in publicly advertised job postings for larger employers under recent amendments.
- Reviews on Google and job sites, replied to professionally.
- Fair, inclusive wording that follows human rights law.
Systems
A recruitment CRM tracks clients, candidates and placements, and lets you reengage past candidates when new roles open. Email and texts to candidates and clients follow CASL.
Measure placements, not applications
Track cost per placement by channel, time to fill, client retention and candidate redeployment rates.
See our B2B marketing and B2B lead generation guides.
Frequently asked questions
Do staffing agencies need a licence in Ontario?
Yes. Since July 1, 2024, temporary help agencies and recruiters operating in Ontario must be licensed.
Can agencies charge candidates fees in Ontario?
No. Ontario prohibits charging fees to workers for finding them jobs.
How do staffing agencies win clients?
Specialize, publish market insight, reach HR leaders on LinkedIn and share permitted case stories.
How do agencies attract candidates?
Clear job pages with structured data, simple mobile applications, pay ranges and good reviews.
How much search demand is there for staffing agencies?
In our October 2026 data, employment agency drew about 8,100 searches a month in Canada.
Should job postings include pay ranges?
Where available, and Ontario has introduced pay range requirements for many public job postings. Check current rules.
What should agencies measure?
Cost per placement, time to fill, client retention and redeployment rates.
Do agencies need a CRM?
Yes, to track clients, candidates and placements and reengage past candidates.
Can agencies share client stories?
With client permission and without candidate information.
Does CASL apply to recruitment emails?
Yes, for commercial messages to candidates and clients.
